- Ensure appropriate management of grievances and disputes and implementing appropriate procedures;
- Review all formal grievances and disputes as they are presented and choose an appropriate course of action;
- Ensure all relevant legislation and company policies are adhered to;
- Maintain comprehensive records of all formal grievances and disputes;
- Take reasonable steps to ensure Employees, Contractors and Other Persons at Austonia Trades P/L are not victimised or
subjected to other behaviour in breach of this Policy because they have made, are respondent to or are otherwise involved
in a grievance or dispute legitimately raised;
- Making reasonable resources available to assist Employees, Contractors and Other Persons at Austonia Trades P/L in
relation to raising or responding to and resolving grievances and disputes; and
- Advising Employees of reasonable internal and external support to raise or respond to and resolve grievances and disputes.
- Be responsible for their own behaviours, including reasonably raising or responding to grievances and disputes;
- Report and resolve any grievances and disputes at its inception, before it has the opportunity to escalate;
- Provide statements at the request of the Managers, Supervisors and HR representatives if they are witnesses to a
- Never make frivolous claims or raise a grievance or dispute with the intention of seeking retaliation or harming another
- Respect due process and maintain confidentiality at all times.
Employees are encouraged to proactively manage legitimate concerns, issues or complaints by:
- Step 1: The parties to the dispute must first try to resolve the dispute at the workplace through informal discussion between
- Step 2: If the dispute is not resolved through discussion as mentioned in Step 1, they must then try to resolve the dispute at
the workplace through informal discussion between the employee or employees concerned and the relevant Labouroo
- Step 3: If the dispute is not resolved through discussion as mentioned in Step 1 and Step 2, the parties to the dispute must
then try to resolve it in a timely manner at the workplace through discussion between the employee or employees concerned
and more senior levels of management, as appropriate or
- Step 4: Raising the issue with their Labouroo HR representative.
- If the matter remains unresolved: If the dispute is unable to be resolved at the workplace and all appropriate steps have
been taken, a party to the dispute may refer it to an agreed third party for mediation.